Even though the timetable for each search may be different, the
usual time for each step is indicated in parentheses.
Permission to Search (late spring)
After President
David Oxtoby and Dean Gary Kates have authorized a position, the
Dean gives the department permission for a search. Permission is not
official until the department receives a written notice (e-mail or
paper) approving and detailing the position; the notice will
normally be sent by early summer.
Meeting with Deans and the Faculty on
the President's Committee on Diversity (late spring)
After the search has been authorized, a meeting of
all chairs who will be conducting searches will be scheduled to
discuss guidelines and expectations.
Meeting with the Diversity Officer
(September)
Each department involved in a search will meet with the
Diversity Officer to discuss search strategies and procedures. The
search chair should contact Rhonda Beron at ext. 18518 to arrange
this meeting with Dean Wolf, which can often be timed to coincide
with a regular department meeting. The department’s administrative
assistant should be included at least in the discussion of
procedures.
Faculty Search Report, Part I (summer or early
fall)
Before advertising its search, the department must submit
Faculty Search Report I to Dean Kates and the Diversity Officer, Associate Dean Kenneth Wolf, for their approval;
we also strongly encourage all departments to consider
appointing one faculty person either from Pomona or one of the other Claremont
Colleges to the search committee as a full participating member, chosen in
consultation with the Dean and Diversity Officer)Faculty Search
Report I asks for:
- a search timetable,
- a job advertisement link to Job
Advertisement--in Guidelines For Faculty Searches),
- the
constitution of the search committee (must
include students and we encourage the appointment of a faculty
member from outside of the department),
- an outreach and
advertising plan,
- an advertising budget,
- a description of the
screening process, and
- the format for campus visits. These are described in detail after the
chronological outline. Once the Dean’s Office informs the search
committee chair that Part I of the Faculty Search Report has been
approved, the department may place its job ad
(at least one in
print)
and begin searching
for the position. The search committee should then begin to develop
as rich and diverse a pool as possible. See the section after the
outline for suggestions about outreach and the screening process,
including the College’s policy regarding the involvement of the
student members of the search committee.
Collecting
Diversity Data (fall)
As the candidate
files are being compiled and no later than one month before the
application deadline, the department must begin collecting data
about the diversity of the pool of candidates. The College will
provide the department with postcards requesting information on
gender and ethnicity from the candidates. Please see the section
“Collecting Diversity Data” after the outline for more information.
Immigration Material (fall)
For
immigration purposes, the department must provide an
original print of the advertisement that was published in a
print journal in a full page format and submit it to the
Dean’s Office as hard copy
Faculty Search Report, Part II (late fall)
The
department must submit Faculty Search Report II to the Dean and the
Diversity Officer before they can invite candidates to
campus. Faculty Search Report II asks for diversity data, the
composition of the candidate pool, and the qualifications of
candidates on the long short list (about ten candidates), as well as
the dossiers of these candidates.
Meeting with the Deans (late fall – late winter)
After submitting Faculty Search Report II and before any candidates
are invited to campus, the department’s representative or
representatives meet with the Dean and the Diversity
Officer to discuss the short list. In order to prepare for this
meeting, the Deans will need three or four days to review the long
short list and dossiers. Contact Ilene Campbell in the Dean’s Office
well in advance to set this meeting.
The short list of three candidates may be determined either at this
meeting or in consultation with other department members later.
After the short list is approved in writing (email or paper) by the
Dean and the Diversity Officer, candidates may be invited
for campus interviews. In a
campus interview, the candidates must meet with the department, the
student members of the search committee, and other interested
parties including the Dean and (in the case of tenure-track
positions) the President. (Candidates for two- and three-year
positions meet only with the Associate Dean.) Please see the section
after the outline for important details regarding campus visits.
Faculty Search Report, Part III (early spring)
Before
any offers can be made, the department must submit
Faculty Search
Report III to the Dean and the Diversity Officer for their
approval. Faculty Search Report III asks for a two-part
recommendation, indicating;
- which of the candidates who have
visited campus are acceptable and how the department ranks them and,
- which candidates are not acceptable and why.
Making an Offer (early spring)
After the Dean and the
Diversity Officer have approved Part III of the Faculty
Search Report, the Dean discusses the recommendation with the
President. If an offer is authorized, the Dean, in consultation with
the department chair, will make an offer to the successful candidate
and negotiate the terms of the appointment. |
